Addison Lee’s ‘vexatious, abusive and unreasonable’ conduct called out as judge rules drivers entitled to significant legal costs

In a judgment handed down 5 December 2025, Addison Lee has been ordered to pay sums which are likely to amount to approximately £200,000 (subject to assessment by a court) to cover part of the legal costs relating to disclosure, witness statements and preparation for trial. 

Around 800 drivers represented by law firm Leigh Day had previously labelled the company’s conduct – largely in relation to falsifying documents – “vexatious, abusive, disruptive and unreasonable” when making a costs application. 

The Employment Tribunal ruled in January 2025 that Addison Lee drivers are entitled to workers’ rights such as holiday pay and at least the minimum wage. This followed earlier legal battles dating back to 2017, where three Addison Lee drivers were found to be workers, and the 2021 Supreme Court ruling in favour of Uber drivers, which has shaped much of the law in this area. 

Part of Addison Lee’s case was based on an instruction given in 2020 that drivers were to have the flexibility to choose their own hours and not be penalised for refusing work. The company’s written evidence included an email purportedly from Addison Lee’s Chief Operating Officer, dated July 8 2020. 

But in written evidence revealed a few days before the hearing began, both the chief operating officer and Addison Lee’s operations director, said the email was faked four years later. Lawyers at Leigh Day had argued that a large part of Addison Lee’s case should be struck out because of the email, questioning how the rest of its evidence could be trusted. 

Reflecting on Addison Lee’s previous conduct in this recent judgment, Employment Judge EJ Hyams noted that although the respondent “came clean” about the false document, “that did not undo the fact that that document was false and was relied on by the respondent as a key part of its case that sanctions were no longer imposed on drivers who refused jobs after 2017.” 

Judge EJ Hyams added: 

“I had no doubt that the respondent’s conduct in its defence of the claims of the claimants had been unreasonable... I also had no doubt that that conduct had led the claimants to incur costs which, if the conduct had not occurred, the claimants would not have incurred. 

“What had occurred here was an attempt to avoid the application of the decision in the Supreme Court in Uber.” 

The Employment Tribunal is due to consider compensation at a remedy hearing in February 2026, where Leigh Day will argue for backpay covering holiday pay and national minimum wage rights that drivers should have received during their time working for Addison Lee. For drivers with long service, this could amount to significant sums. 

Liana Wood, employment partner at Leigh Day, said: 

“Costs awards in the Employment Tribunal are rare and this judgment confirms what our clients have experienced throughout this litigation - that Addison Lee’s conduct fell far below the standards expected in employment proceedings. The tribunal’s findings send a strong message that attempts to mislead or obstruct the process will not be tolerated. This is particularly important for claimants who often face the hurdle of coming up against extremely well-resourced employers with expensive lawyers using every tactic available to deny workers’ rights. Our clients have waited many years for justice, and we will continue to fight to ensure they receive the compensation they are owed.”